We prepare disruption-ready leaders. The Disruption Sprint Team Index gives you a full diagnostic report on your leadership team across the 8 anti-disruption skills: how each leader would react under disruption, where the team would freeze together, and exactly what to develop. Each leader sees where they stand. You see the whole team.
One company code. Six to eight minutes per leader. Nothing to install.
| Anti-disruption skill | L1 | L2 | L3 | L4 | L5 | L6 | L7 | L8 | L9 |
|---|---|---|---|---|---|---|---|---|---|
| Self Mastery | 71 | 62 | 88 | 74 | 57 | 70 | 61 | 76 | 64 |
| People Skills | 86 | 78 | 72 | 66 | 75 | 85 | 71 | 60 | 73 |
| Resilience | 48 | 44 | 58 | 36 | 41 | 47 | 33 | 45 | 42 |
| Influence | 74 | 63 | 70 | 59 | 72 | 65 | 61 | 77 | 56 |
| Need to Learn | 66 | 73 | 64 | 62 | 71 | 58 | 67 | 70 | 63 |
| Time Genius | 52 | 57 | 49 | 61 | 46 | 55 | 50 | 58 | 47 |
| Execution | 90 | 79 | 76 | 74 | 85 | 72 | 78 | 75 | 73 |
| Ready for a Challenge | 60 | 51 | 64 | 45 | 57 | 49 | 62 | 55 | 48 |
When disruption hits, it is not about the leadership skills your people already have. It is about one thing: will they sprint, or will they freeze? A team can hold eight strong CVs and still share the same blind spot, and that shared blind spot is what breaks first.
A healthy team average can sit on top of one skill where nearly everyone is weak. The average survives. The team does not.
What looks like a capable team is often two leaders carrying a skill for everyone else. If either one leaves, the capability leaves with them.
Most leadership training was designed for stable days that are no longer here. Without a map, next year's plan repeats last year's catalogue.
A team can look strong on paper and still freeze together in the same place.
By the time it reaches the numbers, it has been running for months.
One anti-disruption skill where almost everyone is weak together. That is where the team would freeze as a group, and it is the fastest place to build readiness.
The distance between your strongest and your weakest leader on the same skill. A wide spread tells you the standard is personal, not organisational.
Skills held up by only one or two people. This is your quiet succession risk, and it never shows up in an engagement survey.
| Skill across the team | Team average | ||||||||
|---|---|---|---|---|---|---|---|---|---|
| Execution | 78 · strongest | ||||||||
| People Skills | 75 | ||||||||
| Influence | 66 | ||||||||
| Self Mastery | 69 | ||||||||
| Need to Learn | 66 | ||||||||
| Ready for a Challenge | 55 | ||||||||
| Time Genius | 53 | ||||||||
| Resilience | 44 · train first | ||||||||
Every leader receives their own personal report. You receive the full team report, every leader and every skill in one document, and a conversation that turns it into a decision.
No system to install, no procurement, no data project. One code, one link, one conversation.
You tell us how many leaders to start with. We send you a single link and code for your organisation.
Each one answers sixteen questions and receives their own personal report immediately, in the language they choose.
We build the complete diagnosis of the group and walk you through it in twenty minutes, including where to start.
You are planning next year's leadership development and do not want to repeat the catalogue.
Your market has moved and you are not certain your leaders have moved with it.
You are asked which leaders are ready for what comes next, and you want more than an opinion.
You already run personality or style instruments and need the readiness layer that sits on top.
No. We prepare disruption-ready leaders, and the index is simply how we see the starting point. It measures readiness, not personality, and every skill it names can be trained.
Each leader receives their own report immediately: where they stand today from Frozen to Champion, their 8 anti-disruption skills each one scored, a written diagnosis of each one, and the first skill to strengthen. Most people find it useful the same day.
Six to eight minutes per leader, and twenty minutes from you for the debrief. Nothing else.
Individual answers stay with the individual. You receive the collective picture, presented as a capability map, not a ranking of people.
With a twenty minute conversation. We agree how many leaders to include, issue one company code, and take it from there. Everything else, including what happens after the report, is discussed in that call.
Twenty minutes with us is enough to see the report, understand what it means, and decide whether it is worth doing anything about.
Book a 20 minute conversationNo system to install. One company code, and we do the rest.